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2015 ERISA Documentation Requirements For Employers Who Sponsor Group Health Plans
 
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In this September 2015 webinar, Trey Tompkins (president, Admin America) addresses concerns about your sponsored group health care plan and its compliance with 2015 ERISA documentation requirements. If you have questions about your plan, please contact BIS Benefits at http://BISBenefits.com/contact/
Просмотров: 43 bisbenefits
What Is An Erisa Health Insurance Plan?
 
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ERISA Plan. The Employee Retirement Income Security Act (ERISA) of 1974 establishes minimum standards for retirement, health, and other welfare benefit plans, including life insurance, disability insurance, and apprenticeship plans. Employees' health insurance plans are governed by the employee retirement income security act, or erisa. United states department of labor subtopics child care assistance compliance consumer information on health plans continuation coverage (cobra) employee retirement income security act (erisa)srpen 2017. What plans are subject to erisa? A summary. Health plan benefits and the law findlaw. Health plans & benefits erisa. Erisa and health plans employee benefit research institutegroup insurance plan what's the erisa tasc. What is an erisa health insurance plan? Youtube. Erisa, health benefit plans, and cdc. If you offer your employees health insurance. Self funded health care wikipedia. This is different from fully insured plans where the employer contracts an insurance company self funded health which, under provisions of section 514 erisa employee retirement income security act 1974 (erisa) a federal united states tax was enacted to protect interests benefit plan does not require that provide its document and spd, if benefits by them are subject. Erisa faqs for welfare benefit plans insurance is boring. Health coverage guide by are group health plans subject to erisa? . Employee retirement income security act of 1974 wikipedia. Learn about erisa and what it covers the balance. Erisa and healthcare plan enforcement findlaw. Health & welfare benefit plan a plan, fund, or program established maintained health plans offered by state and churches are not subject to erisa 13 jul 2017 group almost always the employee grievance process for participants receive benefits from who is this for? Learn more about erisa, federal law designed protect private pension. Erisa does not require employers to offer any plans either health insurance or for retirement; only sets rules (minimum standards) certain types of erisa and your plan. The erisa provision dealing with health insurance was passed by congress to allow large self funded care also known as administrative services only (aso) is a arrangement whereby an employer provides or disability benefits employees its own funds. Health plan liability and erisa the expanding scope of state health plans medical public law site. The act covers both the employee retirement income security (erisa) was enacted in 1974. It governs how private employers and pension or insurance companies must changing interpretations of erisa's relationship to three categories state health initiatives mandates, medical high risk pools, uncompensated 16 jun 2014 the terms 'group plan' are as such, many refer these type plans erisa group who abide by erisa? The protective laws under apply employer sponsored coverage other benefit offered offer benefits. While erisa regulates retirement benefits and regulation
Просмотров: 31 Shad Texada Tipz
What is private healthcare? What is ERISA?
 
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You may receive health and medical insurance coverage through your employment. If, as a result of your injuries, you have received medical care which your employee health plan paid for, the health plan may be entitled to reimbursement for those expenses from any settlement you receive. This is called subrogation or third-party reimbursement, and your employee health plan may place a lien on your settlement. These types of employee plans are often referred to as ERISA. The Employee Retirement Income Security Act of 1974, or ERISA, protects the interests of employees and their beneficiaries who are participating in health and welfare benefit plans, and ensures that employees receive pensions and group sponsored health and welfare benefits promised by their employers.
Просмотров: 348 Garretson Resolution Group
Health Plans & ERISA Legal Issues
 
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http://www.michaelbartolic.com/ 312-212-4410 Free phone consultation.
Просмотров: 186 ERISAinformation
Employer-based health plans (10/30/13)
 
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: What does the Affordable Care Act mean if you're covered under an employer plan?
Просмотров: 103 NBRbizrpt
Getting Group Health Insurance Read this part  2
 
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http://www.qqbenefits.com/selfemployed.html Real truth regarding health insurance for small business owners Health insurance is changing at a really rapid rate. People are confused because everyday some new news comes their way. That's why it is really important right now to get relevant information regarding the most appropriate health insurance coverage for you;and this is different for everyone. Our motto is - Get the proper health insurance coverage for you in the most convinient manner. We'll be discussing regarding small business owner's insurance coverage needs. Here, the space is limited. So pl visit our website for further details. Small Business Definition Def - "The business where number of employees is less than fifty, is termed as small business." Note that this definition is used here for the purpose of health insurance coverage only. So the legal definition might be different. Types of plans available Two types of plans are available for small businesses - a) Individual & family health insurance coverage & b. Group Plan The first, Individual & family health insurance coverage plan - - This plan covers business owner & his family members. The business owner can get this plan as an individual. As an individual, this could be good plan. But not as a business owner, because your employees are not covered with this. Therefore, think of the next option. Group Health Insurance coverage Coverage Plan - Small Business insurance coverage plans / Group Insurance coverage plans are mainly employer sponsored medical insurance plans. In these, the employer & employee typically participate in the same insurance coverage. The family persons are or can be covered in this type of coverage plan. Business owners can get some good tax benefits with these coverage plans. Most important Factors One must give proper thought to the following important factors. List of the factors - - The coverage amount - Convenience & comfort - Your need for specific Doctors/Hospitals - The money you want to spend Give proper thoughts to these factors. The most popular plan Types Every person;s situation is unique and so is the insurance coverage plan to chose from. We shall discuss some of the most popular ones here. 1. HMO Plans The health services & treatments required are provided by the HMO network of providers. Normally the services obtained outside of network providers, are not covered. 2. PPO or Preferred Provider Organization Plans Some doctors and hospitals are on each insurance coverage companies' list. They are given first preference for sending insurers for the treatments. Under this plan, one must go to the provider listed for services. Non-preferred service provider charges may not be covered at the full reimbursement rate. 3. Indemnity Health Insurance coverage Coverage Plans Generally, these are the plans that gives more choices to you. Get this plan if you want to chose your treatment options like doctors or hospitals. In this, the healthcare services are paid up front by you first. Your treatment or services' fees are reimbursed afterwards by the insurance coverage providers. There you have it. Various choices available for the business owner for health insurance coverage. Visit our website & get most suitable plan for you in 3 simple steps. Medical Health Insurance http://www.qqbenefits.com/selfemployed.html Medical Health Insurance https://www.youtube.com/watch?v=MBdZR0IpCYw Our channel Health Insurance Quotes
Просмотров: 26 Health Insurance Quotes
What is an Erisa Plan?
 
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JP- It has become common in personal injury cases for health care insurers, private health care insurers, to claim that they are entitled to get reimbursement out of a personal injury case. The only type of plan that is entitled to get paid out of a personal injury case are called ERISA plans. And it is important that your lawyer is familiar with the law and can identify what this very technical type of plan is. If not you’re just giving away your money.
Просмотров: 24 The Pottenger Law Firm
What Is ERISA Insurance? : Insurance Questions
 
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Subscribe Now: http://www.youtube.com/subscription_center?add_user=ehowfinance Watch More: http://www.youtube.com/ehowfinance The acronym ERISA stands for "Employee Retirement Income Security Act." Learn about ERISA insurance with help from a top insurance attorney in this free video clip. Expert: Frank N. Darras Filmmaker: James Tucker Series Description: Insurance is extremely important, which is why you should always do as much research as possible before locking yourself into a plan that may or not may operate the way you think it does. Get answers to insurance questions with help from a top insurance attorney in this free video series.
Просмотров: 1077 ehowfinance
What is ERISA? (Part I)
 
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The Employee Retirement Income Security Act of 1974 is a federal law enacted to control the way that Life, Health and Long Term benefits are paid and what happens if you have to sue to get those benefits. The ERISA Benefits Lawyers at Eric Buchanan & Associates understand these complicated laws and matters and have resolved thousands of Disability Claim Denial cases
Просмотров: 203 Eric Buchanan & Associates
Introduction to Employee Retirement Income Security Act (ERISA) Part 1 of 4 by Gary Young
 
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Hello, my name is Gary Young and I'm a partner here at Scarinci Hollenbeck with special emphasis in labor and employment law. You are watching part one of a series of videos where I explain and introduce to you the complicated but important world of The Employee Retirement Income Security Act otherwise known as ERISA. If your company sponsors a benefit plan or is considering putting a benefit plan in place, you should at least have a working understanding of how ERISA may impact the benefit arrangements that you establish for your employees. The broad scope of ERISA's coverage has made this law the controlling legal framework for benefit plans of private employers in the US. Ignorance of ERISA can create significant legal risks to companies. The Employee Retirement Income Security Act of 1974 ("ERISA"), is considered one of the most complex federal statutes ever enacted. Its impact on employee benefit plans (retirement and welfare plans) is so extensive that every sponsor of a plan needs to be fully aware of what ERISA is, whether an employer's plan is covered by the law, how ERISA works and why certain provisions exist. ERISA is codified as part of Title 29 of the United States Code (many of the provisions that are found in Titles II and III also appear in the Internal Revenue Code). ERISA enforces the legal requirements that apply to the formulation and administration of "employee benefit plans" which includes: • "employee retirement plans" - which mean any plan, fund, or program maintained by an employer or by an employee organization, which provides retirement income to employees; and • "employee welfare benefit plans" - which means any plan, fund, or program maintained by an employer or by an employee organization, or by both, which provides through the purchase of insurance or otherwise, medical, surgical, or hospital care or benefits, or benefits in the event of sickness, accident, disability, death or unemployment, or any other benefit other than pensions on retirement or death. If an employer provides these types of benefits to its employees, it must comply with ERISA. ERISA covers everything from required plan provisions to how plans must be administered. Subtitle B (Regulatory Provisions) includes the following: Title I -- Reporting and Disclosure; Title II -- Participation and Vesting; Title III -- Funding; Title IV -- Fiduciary Responsibility; and Part V -- Administration and Enforcement. Responsibility over these titles is divided between the U.S. Department of Labor and the IRS. ERISA does the following: WATCH THE VIDEO TO FIND OUT MORE
Просмотров: 5747 Scarinci Hollenbeck
Is Workers' Compensation an ERISA-based Employee Benefit?
 
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Welcome to Oasis Labor Association, where we aim to Replenish The Employee-Employer Relation. Hosted by the organization's president, Harold Zapata, this compliance training video goes deep into: 1. What is a Labor Organization and how does one work in a Right-To-Work state like Texas? 2. What are ERISA-based employee welfare benefits and how are they different to insurance, and why are they an alternative? 3. How is Workers' Compensation an employee benefit under ERISA? 4. Can states regulate ERISA governed, self-funded, employer-Union sponsored employee/member benefits? For more information contact Harold Zapata at: harold@oasislaborassociation.org
Просмотров: 397 Harold Zapata
Attend a Mid-Sized Retirement & Healthcare Plan Management Conference
 
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Make plans to attend a Mid-Sized Retirement & Healthcare Plan Management Conference in 2018! San Francisco, CA - March 25-28 • New Orleans, LA - May 6-9 • Chicago, IL - June 10-13 • Las Vegas, NV - September 30 - October 3 These annual highly regarded programs focuses specifically on issues critical to managing employer-provided healthcare and retirement benefits—the two most important benefits programs for attracting and retaining talent. An overwhelming majority of past attendees—99%—say they would recommend our programs to a colleague. Visit www.ucs-edu.net or call 800-864-2063 for more information or to register now! Our conferences provide a professional development experience unlike any other in the employer-provided benefits industry and offer: - An educational approach to benefit plan management featuring 45+ workshops, with an emphasis on experience-based, real-world solutions - A focus on information that employers can use immediately to control healthcare costs, improve employee engagement and retirement readiness, streamline administration, comply with ERISA, ACA, HIPAA and other federal regulations and align benefits programs with organizational goals - Small group sessions that provide unparalleled access to industry experts, innovators, regulators and other benefits practitioners - A non-tradeshow environment that focuses on learning and idea sharing—not products or services - A restricted registration policy that limits registration exclusively to employers and plan sponsors to ensure the educational integrity of the program
Health economics
 
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Provided by an employer-sponsored self-funded ERISA plan. The company generally advertises that they have one of the big insurance companies. However, in an ERISA case, that insurance company "doesn't engage in the act of insurance", they just administer it. Therefore, ERISA plans are not subject to state laws. ERISA plans are governed by federal law under the jurisdiction of the US Department of Labor (USDOL). The specific benefits or coverage details are found in the Summary Plan Description (SPD). An appeal must go through the insurance company, then to the Employer's Plan Fiduciary. If still required, the Fiduciary's decision can be brought to the USDOL to review for ERISA compliance, and then file a lawsuit in federal court.
Просмотров: 23 Law & Health Insurance Policy
What Is A Health And Welfare Benefit Plan?
 
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A group health plan is an employee welfare benefit plan established or maintained by an employer or by an employee organization (such as a union), or both, that provides medical care for participants or their dependents directly or through insurance, reimbursement, or otherwise. Health & welfare benefit plans seyfarth shaw llp. Health and welfare employee benefit plans introduction. Health plans & benefits. And handbooks, plan booklets for uc sponsored health and welfare plans “Funded” Means that the benefits are fully insured, including paid from a trusthealth plan(s) by governmental employer. About health and welfare plans. Health and welfare form 5500 q&a wrangle. About health and welfare plans aicpa. Health & welfare benefit plan form 5500 filing requirements defined vs. Employer health & welfare benefit plan erisa compliance basic. We assist companies in designing health and welfare benefit programs, drafting necessary plan documents communications, negotiating 2017 well being touchstone survey result. Health and welfare (h&w) benefits health & bend to cost pressures other factors. Erisa faqs for health & welfare benefit plans erisa pros. The fidelity health and welfare benefits platform integrates with oct 18, 2016 & a brave new era. Loretta metzger new age of health & welfare benefits, the employer provides plan options and jan 29, 2017 wrangle recommends that sponsor consults with an erisa attorney to discuss what is a benefit plan? . 419(e) welfare benefit plans investopedia. Even when a plan is funded pursuant to agreements that specify fixed rate of employer contributions (for example, collectively bargained multiemployer plan), such may nevertheless be defined benefit health and welfare if its substance provide group an employee established or maintained by organization (such as union), both, provides medical care for participants their dependents directly through insurance, reimbursement, otherwise general overview plans; Discusses defining the plan, unique process, aspects obligations, mar 31, 2017 plans benefits medical, dental, life apprenticeship training, scholarship funds, severence pay, type sponsored. Googleusercontent search. Manage annual enrollment, benefits eligibility, and work life event processes with ease. Human resources uc davis hr. Defined contribution healthcare what's the welfare benefit plan form 5500 filing requirements. We're proud to offer a full circle solution your hr needs feb 13, 2010 health & welfare benefit plan—A plan, fund, or program established maintained by an employer provide benefits its participants jul 15, 2013 most plan sponsors are familiar with the form 5500 filing requirements for retirement. Health and welfare benefits services pwcemployee executive. However, we consistently find that many plan nov 25, 2013 with defined benefit healthcare the employer sets specific health (various ways to structure group benefits plan), may 26, 2016 for purposes of welfare filing requirem
Просмотров: 44 Shad Texada Tipz
Who should consider self-funded group insurance?
 
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A "starter" discussion on which types of group insurance international and non-profits groups should consider to fund their overseas health insurance benefits.
Просмотров: Good Neighbor Insurance
Landrum Human Resources and Medcom ERISA Compliance Webinar
 
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Employee Retirement Income Security Act or ERISA. ERISA requires all organizations offering group insurance plans to provide employees with a Summary Plan Description (SPD) for each health and welfare benefit such as medical, dental, life, disability and Section 125 plans. An employer has the option to use a single “Wrap Document” which serves as the Summary Plan Description for several combined plans. Landrum has secured the proper ERISA documents for the plans offered through us, and we have sent them to all eligible employees. For the benefit plans you offer that are not sponsored by Landrum, we recommend you maintain proper ERISA plan documents for them. While this requirement has been in place for many years, with the passage of the Affordable Care Act, there will be a greater emphasis on these requirements, even for smaller employers. We’re recommending our client-employers be prepared in the event of an audit. Non-compliance with the regulations can result in significant fines, so it is worthwhile to have the documents in order. We recommend you contact your CPA or other provider to ensure you have the proper ERISA documents and Summary Plan Description for your non-Landrum plans. If you don’t have an ERISA plan document for plans you sponsor, or if you would like to restate your current plan document, MedCom, has agreed to offer favorable pricing to Landrum clients
Просмотров: 96 LandrumHR
Self-Funded Insurance Plan for Small Employer Groups Benefits & Tips
 
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http://www.cibcinc.com/ For the best self- funded insurance plan for small employer, call us: 877- 936-3580
Просмотров: 98 Businessvids10
Employer Health Care
 
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Through a Multiple Employer Welfare Arrangement (MEWA) - Affiliated Physicians & Employers Health Plan - administered by Qualcare, Inc, EANJ members can provide exceptional health care coverage to their employees at substantial savings. A MEWA is a self-insured group benefits plan that permits employers of any size to have the same choice of plans and premium savings as a big corporation with thousands of employees. Nearly 900 New Jersey employers currently fund their health care from the Plan. National provider network Managed by employer trustees, not insurance executives Dedicated claims team 96% renewal rate Fully compliant with the Affordable Care Act Originally available only to medical providers in the state who were tired of buying one-size fits all health plans at expensive prices from insurance companies, EANJ members are eligible for the same outstanding healthcare coverage that physicians and their families enjoy - highest quality, more choice, plan design flexibility, and much more. Subscribe directly or through a broker. EANJ membership is not a guarantee of health care coverage. Employers must meet eligibility and underwriting requirements. For more information contact: Nathan Martin - nmartin@qualcareinc.com or Michael Kapandais - ekapandais@qualcareinc.com or call QualCare directly at 888-670-8135 (option 6). EANJ Recognized as Health Care Hero.
Просмотров: 265 Employers Association of New Jersey
Nathan Wollenman Barkley ERISA Compliance Program
 
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The Employee Benefit Security Administration (EBSA) is an agency within the Department of Labor (DOL). Its sole purpose is to enforce the provisions and regulations mandated by the Employee Retirement Income Security Act of 1974. The agency’s job is to investigate or audit an employee benefit plan’s compliance with various federal laws including the Patient Protection Affordable Care Act, commonly known as “Obamacare.” If you are selected for an EBSA audit they will generally require your company to submit specific records and documents related to your employer sponsored health and welfare benefits plans. Typically, an EBSA audit will begin when your human resource department receives a fax from the Employee Benefits Security Administration (EBSA) requesting a response on 21 specific health and welfare related compliance questions. Plan administrators are typically given 7-10 business days to respond. According to the Department of Labor, almost 3 out of 4 investigations result in penalties and corrective action. Please call Barkley Insurance & Risk Management if you are interested in a compliance review. (805) 483-1995.
Просмотров: 12 Justin Veyna
Employer Sponsored Retirement Plans
 
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Hutchison Group talks about the importance of having an employer sponsored retirement plans in a world where pensions have become less and less available
Просмотров: 485 Chip Hutchison
Employers Capping Medical Reimbursements (6/24/13)
 
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Calpers, the California public employees' retirement system, is experimenting with telling workers the health plan will pay only a fixed amount for medical tests and surgical procedures. In this interview with NBR, James Robinson, professor of health economics at the University of California's Berkley School of Public Health, talks about whether other companies will follow suit.
Просмотров: 40 NBRbizrpt
ERISA Celebrates It's 40th Anniversary
 
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The Employee Retirement Income Security Act was enacted 40 years ago and it stills stands as an effective piece of legislation that encourages employers to sponsor retirement and health care plans for millions of workers.
Просмотров: 306 U.S. Chamber of Commerce
Multi-Employer Plan
 
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Learn More About Obamacare Employer Mandate and Necessary Employer Reporting at: http://acareportingservice.com/
Просмотров: 230 ACA Reporting Service
ERISA- What is it?
 
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Employee Retirement Income Security Act. (ERISA) ERISA claims are complex. All claims and benefit plans are different. You should consult with an attorney.
What Is A Health And Welfare Plan?
 
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A type of employer-sponsored employee welfare benefit plan. 419(e) welfare benefit plans qualify under paragraph (e) of Section 419 of the Internal Revenue Code. They provide a range of benefits to employees, such as life, health, disability, long-term care and post-retirement medical. Health and welfare plans under the employee retirement income health & benefits. Employers who maintain a retirement plan for their employees are very familiar with the health & welfare plans. Health and welfare (h&w) benefits 5500 filings for health plans the forgotten shrm. About health and welfare plans. We're proud to offer a full circle solution your hr needs as benefits eligible employee, you have the opportunity participate in variety of health and welfare plans including medical, prescription, dental, vision, 2017 well being touchstone survey result. Googleusercontent search. Health and welfare plans plan types administration. Html url? Q webcache. Office of faculty & staff benefits group health and welfare plans howard w. United states department of labor. Human resources uc berkeley hr. Even when a plan is funded pursuant to agreements that specify fixed rate of employer contributions (for example, collectively bargained multiemployer plan), such may nevertheless be defined benefit health and welfare if its substance provide group an employee established or maintained by organization (such as union), both, provides medical care for participants their dependents directly through insurance, reimbursement, otherwise process, unique aspects obligations, benefits plans commonly referred are mar 31, 2017 medical, dental, life apprenticeship training, scholarship funds, severence pay, types administration (course b3). Uc offers comprehensive health and welfare insurance plans to protect you your family. The fidelity health and welfare benefits platform integrates with 5500 filings for andfiling. Health & welfare plans. What is a health and welfare benefit plan? Zenefits help center. Health and welfare employee benefit plans introduction. The following health and welfare benefit plans are available to current georgetown university faculty, staff aaps. We consult with our clients to design and implement plans that reflect we have a large proactive group of lawyers devoted helping organizations address health welfare plan operational issues. Pwc's 2017 touchstone survey report focuses on medical and prescription drug plan design, jul 15, 2013 however, we consistently find that many sponsors have not considered the need to file a form 5500 for their health welfare plans trust (hawt) or (hawp) is tax free vehicle financing corporation's healthcare costs employees manage annual enrollment, benefits eligibility, work life event processes with ease. Erisa working group of the overview. Health & welfare benefit plan form 5500 filing requirements health and trust wikipedia. Benefits eligibility varies from jun 14, 2017 hwp insurance provides group health and welfare plans
Просмотров: 58 Shad Texada Tipz
Health Insurance
 
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A health insurance policy is: A contract between an insurance provider (e.g. an insurance company or a government) and an individual or his/her sponsor (e.g. an employer or a community organization). The contract can be renewable (e.g. annually, monthly) or lifelong in the case of private insurance, or be mandatory for all citizens in the case of national plans. The type and amount of health care costs that will be covered by the health insurance provider are specified in writing, in a member contract or "Evidence of Coverage" booklet for private insurance, or in a national health policy for public insurance. (US specific) Provided by an employer-sponsored self-funded ERISA plan. The company generally advertises that they have one of the big insurance companies. However, in an ERISA case, that insurance company "doesn't engage in the act of insurance", they just administer it. Therefore, ERISA plans are not subject to state laws. ERISA plans are governed by federal law under the jurisdiction of the US Department of Labor (USDOL). The specific benefits or coverage details are found in the Summary Plan Description (SPD). An appeal must go through the insurance company, then to the Employer's Plan Fiduciary. If still required, the Fiduciary's decision can be brought to the USDOL to review for ERISA compliance, and then file a lawsuit in federal court. The individual insured person's obligations may take several forms:[2] Premium: The amount the policy-holder or their sponsor (e.g. an employer) pays to the health plan to purchase health coverage. Deductible: The amount that the insured must pay out-of-pocket before the health insurer pays its share. For example, policy-holders might have to pay a $500 deductible per year, before any of their health care is covered by the health insurer. It may take several doctor's visits or prescription refills before the insured person reaches the deductible and the insurance company starts to pay for care. Furthermore, most policies do not apply co-pays for doctor's visits or prescriptions against your deductible. Co-payment: The amount that the insured person must pay out of pocket before the health insurer pays for a particular visit or service. For example, an insured person might pay a $45 co-payment for a doctor's visit, or to obtain a prescription. A co-payment must be paid each time a particular service is obtained. Coinsurance: Instead of, or in addition to, paying a fixed amount up front (a co-payment), the co-insurance is a percentage of the total cost that insured person may also pay. For example, the member might have to pay 20% of the cost of a surgery over and above a co-payment, while the insurance company pays the other 80%. If there is an upper limit on coinsurance, the policy-holder could end up owing very little, or a great deal, depending on the actual costs of the services they obtain. Exclusions: Not all services are covered. The insured are generally expected to pay the full cost of non-covered services out of their own pockets. Coverage limits: Some health insurance policies only pay for health care up to a certain dollar amount. The insured person may be expected to pay any charges in excess of the health plan's maximum payment for a specific service. In addition, some insurance company schemes have annual or lifetime coverage maxima. In these cases, the health plan will stop payment when they reach the benefit maximum, and the policy-holder must pay all remaining costs.
Просмотров: 1 Education tools
Webinar: Health Care Reform & Other Legal Developments for Employer-Sponsored Health Plans
 
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This webinar was recorded on September 14, 2010. Many of the new regulatory requirements for health plans are effective in the coming plan year. This program will provide an overview of what employers need to know, including an update on legal developments for employer-sponsored health plans. Topics - The Patient Protection and Affordable Care Act changes to employer-provided health care coverage that are already in effect, will be effective for the 2011 plan year, and will be phased in over the next several years - Compliance with expanded Mental Health Parity and Addiction Equity Act requirements for group health plans, and how to integrate an organization's medical, surgical, mental health, and substance-use disorder benefits; requirements are generally applicable for plan years beginning after July 1, 2010 (January 1, 2011, for a calendar-year plan) - The new obligations on covered health plans and their business associates under the 2009 HITECH amendments to HIPAA, including new privacy and security policy and documentation requirements and suggestions for in-house counsel and general practitioners on how to respond to suspected information breaches Speakers Jean C. Hemphill, Partner Partner-in-charge, Health Care Group Member, Employee Benefits and Executive Compensation Group Brian M. Pinheiro, Partner Partner-in-charge, Employee Benefits and Executive Compensation Group Member, Health Care Group Jonathan M. Calpas, Associate Member, Employee Benefits and Executive Compensation and Health Care Groups
Просмотров: 51 BallardSpahrLLP
Health Insurance
 
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disclaimer: I created this video with the YouTube Video Editor (http://www.youtube.com/editor) This video has been created with creative commons and hence not violeting any copyrights. Health insurance is insurance against the risk of incurring medical expenses among individuals. By estimating the overall risk of health care and health system expenses, among a targeted group, an insurer can develop a routine finance structure, such as a monthly premium or payroll tax, to ensure that money is available to pay for the health care benefits specified in the insurance agreement. The benefit is administered by a central organization such as a government agency, private business, or not-for-profit entity. According to the Health Insurance Association of America, health insurance is defined as "coverage that provides for the payments of benefits as a result of sickness or injury. Includes insurance for losses from accident, medical expense, disability, or accidental death and dismemberment" 2.1 Australia 2.2 Canada 2.3 China 2.4 France 2.5 Germany 2.5.1 Insurance systems 2.5.1.1 Statutory health insurance/Gesetzliche Krankenversicherung (GKV) 2.5.1.1.1 History 2.5.1.1.2 Function 2.5.1.1.3 Organisation 2.5.1.2 Private health insurance/Private A health insurance policy is: A contract between an insurance provider (e.g. an insurance company or a government) and an individual or his/her sponsor (e.g. an employer or a community organization). The contract can be renewable (e.g. annually, monthly) or lifelong in the case of private insurance, or be mandatory for all citizens in the case of national plans. The type and amount of health care costs that will be covered by the health insurance provider are specified in writing, in a member contract or "Evidence of Coverage" booklet for private insurance, or in a national health policy for public insurance. Provided by an employer-sponsored self-funded ERISA plan. The company generally advertises that they have one of the big insurance companies. However, in an ERISA case, that insurance company "doesn't engage in the act of insurance", they just administer it. Therefore, ERISA plans are not subject to state laws. ERISA plans are governed by federal law under the jurisdiction of the US Department of Labor (USDOL). The specific benefits or coverage details are found in the Summary Plan Description (SPD). An appeal must go through the insurance company, then to the Employer's Plan Fiduciary. If still required, the Fiduciary's decision can be brought to the USDOL to review for ERISA compliance, and then file a lawsuit in federal court.
Просмотров: 35 KCG
Covered CA Small Business Health Insurance Tips
 
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Recorded seminar for EO Alchemy sponsored by Bedrosian & Associates. For companies with 2-2000 employees highlighting key advantages of the Covered California health insurance exchange, the Affordable Care Act, Obamacare and Health Care Reform. Topics include the review of the new medical carrier rating system, SHOP, and employee benefit plans.
Просмотров: 350 Bedrosian & Associates
High Court Affirms ERISA Preemption | March 16, 2016
 
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The U.S. Supreme Court affirmed an appellate court’s decision holding that ERISA preempts (that is, supersedes) a Vermont health data reporting statute. The Court ruled in favor of self-insured ERISA health plan sponsors. In reaching its preemption decision, the Court concluded that reporting, disclosure and recordkeeping, which are central aspects of the Vermont statute, are integral parts of ERISA. The Supreme Court is not finished defining ERISA preemption doctrine, however; and views of the next justice may result in a change in this area of the law. Healthcare compliance expert Dan Kuperstein discusses key facts in the case.
Просмотров: 175 Corporate Synergies
Fiduciary Liability Insurance
 
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Company clients that sponsor an employee benefit plan have risks that fall under the general rubric of “fiduciary liability.” Fiduciary Liability insurance can be issued to either the employer that sponsors the benefits plan or to the plan itself. It is appropriate for retirement plans, health plans, life insurance and disability plans, and employee benefits plans of all kinds. Further, coverage is not limited to ERISA plans, so if your clients have a non-ERISA benefits plan for which they need fiduciary liability insurance, you can also turn to Hartan to learn about the solutions we have available. Fiduciary liability insurance protects the insured against allegations that the fiduciary—the money or benefits handler—has breached their duty. The accusation can focus on an error or negligence in administering a plan, including but not necessarily limited to misinterpretation of plan documents, providing imprudent investment options to plan participants, misrepresenting investments, mishandling enrollment or other paperwork, and giving bad advice or faulty instructions to participants. Coverage Options Handling financial or medical benefits plans can be highly complex, and helping to protect your insureds’ fiduciaries reflects that. Our staff is immersed in the risk landscape of the financial services sector and will provide you with solid advice and sound insurance solutions to present to your clients. We can provide programs that cover expenses associated with civil lawsuits, written demands for damages that haven’t proceeded to court, administrative or regulatory actions, and investigations by the government or an official agency. Policy coverage options can include legal defense fees, awards to or settlements with claimants, and voluntary correction programs even when there isn’t a claim. The specific coverage you secure depends on the insurance agreement selected. Many of our carriers offer ERISA bonds, which are required by law for all applicable plans, as well as employment benefit liability insurance endorsements. Talk to us about fiduciary liability insurance plans. We invite you to take a look at the specific areas where our wholesale operation can serve you. Give us a call at (877) 814-4246. http://www.hartan.com/wholesale-brokerage/professional/fiduciary-liability/
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Vreeland Insurance | Employee Benefits | NJ
 
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Employee Benefits Plans In today's economy, employers demand enhanced value and cost-efficiency from their employee benefits program. But to meet this objective, they also need more than the traditional sales-oriented approach historically delivered by agents. At Vreeland, our employee benefits team of highly experienced, dedicated professionals are experts in plan design, implementation and ongoing service of employee benefit programs. We take the time to learn about your New Jersey business and develop strategies and solutions tailored to meet your needs. We represent hundreds of clients with unique needs and complex benefit issues. We ensure employers remain well informed about benefit plans and increasing health care costs. As these costs rise, we analyze claim data and benchmarking information to help you make an informed decision regarding benefit plans. Contact us today. What sets us apart is our core belief that effective benefit plans are designed and not sold, and must be actively managed. For more information, call or email us, or fill out the quote request form on the link below (877) 755-3767 http://www.vreelandinsurance.com/group-healthlife-new-jersey/employee-benefits-plans/
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How Self-funding Reduces Employee Benefit Costs - Tevis Insurance Solutions www.tevisins.com
 
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Tevis Video Series Volume 4 - How Self-funding Reduces the Cost of Employee Benefits. Using Self-insurance programs controls cost and lends predictability to annual Benefits budgets. Tevis provides expert analysis of Risk Profiles, group health and suitability for Alternative Funded Group Medical Insurance.
Просмотров: 221 Tevisins
ERISA is Unfair to Employees - Long Term Disability Claims
 
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Plummer Law Group 4203 Montrose Blvd., Suite 270 Houston,Texas 77006 http://www.plummerlawgroup.com ERISA Claim Disability Lawyers Legal Assistance with disability, life, and health insurance claims. The Plummer Law Group has over 39 years of combined experience in assisting people with their disability, life, and health insurance claims. It is our goal to assist clients throughout the United States in applying, appealing, and receiving benefits for short term disability claims, long term disability claims, life insurance claims, and health insurance claims. Most employee sponsored benefit plans are governed by the Employee Retirement Income Security Act, or ERISA. These employee benefits plans restrict the rights of the employees. In these types of plans, the insurance company does not have an incentive to pay these benefits as there is a limited amount of liability against the insurer. Our experienced attorneys and staff understand that ERISA claims are geared in favor of the insurance companies. The Plummer Law Group can help guide your claim through the process. This includes assisting you in applying for benefits, appealing any denials, and litigating the claim, if necessary.
Просмотров: 221 ERISAClaimLawyers
How Employment Practices Liability Insurance Works
 
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Employment Practices Liability (EPL) insurance is designed to cover employers against employee-related claims such issues as discrimination, sexual harassment, and wrongful termination. A policy is typically written either on a stand-alone basis or as an addition to an employer’s management liability policies, including Directors and Officers (D&O), Employers Liability and Errors & Omissions. A standalone policy is usually preferable to having the coverage endorsed on another policy because of the potential to exhaust the EPL limits by claims made under other coverages. What’s key in purchasing the right type of coverage and the limits sufficient enough for a specific firm is to work with an insurance professional who understands the product inside and out and the various policy forms available. There are many insurance companies that sell EPL coverage with a wide range of provisions, making this a highly specialized field where expertise is critical. For example, important provisions to examine carefully include the general insuring language in the policy and its exclusions. In general, an Employment Practices Liability policy offers broad coverage for claims typical in wrongful termination or employment discrimination cases. The policy is written on a claims-made basis with defense costs within its limits. A lawsuit, an administrative proceeding, or a written claim of discrimination, sexual harassment, or wrongful termination will trigger the coverage to respond. In addition, a policy will cover claims from a variety of other types of inappropriate workplace conduct, including (but not limited to) employment-related defamation, invasion of privacy, failure to promote, deprivation of a career opportunity, and negligent evaluation. A policy will cover directors and officers, management personnel, and employees as insureds. Policies typically exclude coverage for claims involving ERISA, WARN acts (plant closings), unemployment benefits, COBRA, breach of contract and claims related to National Labor Relations Act. EPL insurance policies do not usually cover criminal fines, civil fines, penalties or punitive damages. They also generally exclude claims for bodily injury and property damage, as there are other types of policies an employer can purchase that cover those claims. Liability for acts involving intentional wrongdoing is also generally excluded by EPLI policies. However, most policies cover claims for emotional distress or mental anguish associated with covered losses. The cost for Employment Practices Liability insurance is based on a number of factors such as the size of the company, the type of business, the number of employees, where the business is located, the number of claims and lawsuits previously filed and the length of time the company has been in business. Insurance companies may also consider other factors when deciding the cost of the premium and structuring a policy best suited for the company. Again, EPL insurance coverage varies from policy to policy, making it very important for an insured to understand the extent, length, and limitations of the coverage being purchased. At Axis Insurance Services, we specialize in providing EPL solutions for a wide range of businesses across many industry sectors. We work with a number of insurers to obtain the best policy at competitive rates for our customers. Give us a call at (877) 787-5258 to discuss how we can help you best protect your firm. http://www.errors-omissions.com/2014/08/employment-practices-liability-insurance-works/
Просмотров: 211 Errors Omissions
Affordable Care Act-  Can this affect my ERISA health care claim?
 
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Health care or medical claims under the Affordable Care Act may be less expensive than if a person is covered under COBRA. ERISA claims are complex. All claims and benefit plans are different. You should consult with an attorney.
What Is Portability In Health Insurance?
 
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Portability is a U.S. employees right to keep or maintain certain benefits when switching employers or when leaving the workforce (retiring). The Health Insurance Portability and Accountability Act of 1996 (HIPAA) provides rights and protections for participants in group health plans. The health insurance portability and accountability act of 1996 (hipaa) provides rights protections for participants in group plans hipaa applies to issuers. The health insurance portability and accountability act security. Portability investopedia. Employee's right to keep or maintain certain benefits when switching employers leaving the workforce (retiring). Hipaa requires a group health plan to provide special enrollment opportunity employees and their mar 6, 2013 most americans have access insurance through an employer sponsored plan, fact that has made changing or losing job 27, 2017 learn what portability of means, how the aca hipaa affect portability, may be in future for feb 22, 2016 employers are subject fines if they don't offer insurance, wrong kind premium charge there is no single, simple definition but here's workable description concept as goal, means market when you change your policy from one company another, lose benefits accumulated. The health insurance portability and accountability act cms. All you need to know about health insurance portability. In the past in sep 26, 2017 health insurance portability know all benefits & rules of india which is provided to insured person. Read more feb 28, 2017 a key part of gop plans to reform health care may include making portable. Paper prepared for the world bank's. The health insurance portability and accountability act (hipaa) provides rights protections for participants beneficiaries in group plans is a u. Marseille center for mediterranean know all about health insurance portability in india advantages, governing rules, faqs & things to before opting medical jul 20, 2017 the and accountability act of 1996 (hipaa) recently amended employee retirement income security hipaa makes portable by individual you wish purchase coverage privacy requirements their implications pharmacy are Health plans benefits provision market reforms kaiser what is portability? Verywell. Kaiser health insurance portability and accountability act wikipedia. Gov general topic health plans portability url? Q webcache. Portability investopedia health plans & benefits portability of coverage. Part of the hipaa portability provision is issuing a certificate creditable coverage (cocc). Portable health insurance an idea whose time has come forbesirda portability of policyholder. Health insurance what if you could take it with you? . Health plans & benefits portability of health coverage hipaa provision insurance market reforms kaiser what is portability? Verywell. But it's not so easy to do in 1996, the employee retirement income security act (erisa), which regulates benefit plans, was amended include health insurance mar 1, 2017 wo
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The Top 5 Myths of Implementing HRA Plans Under ACA
 
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HRA Myths DEBUNKED!!! Check out this recording of our April 5, 2014 broker series webinar hosted by PrimePay's Steve Jackson, VP Strategic Planning & Development of HR Benefit Services. This webinar will provide you with a practical look at debunking the top 5 HRA myths and how to use this information as you consult with your employers about their benefit offerings. Here is a sneak peak at some of the things you will learn: - HRAs can be used to reimburse individual medical policies. - You can't use an HRA with any 'metal' plan. - An HRA cannot reimburse medical expenses from another employer-sponsored group health plan. - An HRA and an HSA-compatible group health plan cannot co-exist. - Employers cannot adopt an HRA for their retirees. - Plus an extra bonus myth to expose!!
Просмотров: 481 PrimePay Broker Concierge
Get Health Insurance - Affordable Health Care Act Explained By Dr. Amer Kaissi
 
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Get Health Insurance - Affordable Health Care Act Explained By Dr. Amer Kaissi How To Eat Healthier - Crochet Zigzag Stocking Tutorial https://www.youtube.com/watch?v=ZQMEmxvsS2I Health insurance is insurance against the risk of incurring medical expenses among individuals. By estimating the overall risk of health care and health system expenses, among a targeted group, an insurer can develop a routine finance structure, such as a monthly premium or payroll tax, to ensure that money is available to pay for the health care benefits specified in the insurance agreement. The benefit is administered by a central organization such as a government agency, private business, or not-for-profit entity. According to the Health Insurance Association of America, health insurance is defined as "coverage that provides for the payments of benefits as a result of sickness or injury. Includes insurance for losses from accident, medical expense, disability, or accidental death and dismemberment" (pg. 225).[1] Get lower costs on monthly premiums in the Health Insurance Marketplace https://www.youtube.com/watch?v=JZ7vmXh63Jw How To Get Health Insurance For Low Income Individuals https://www.youtube.com/watch?v=d7cTwqGDLB8 Background[edit] A health insurance policy is: A contract between an insurance provider (e.g. an insurance company or a government) and an individual or his/her sponsor (e.g. an employer or a community organization). The contract can be renewable (e.g. annually, monthly) or lifelong in the case of private insurance, or be mandatory for all citizens in the case of national plans. The type and amount of health care costs that will be covered by the health insurance provider are specified in writing, in a member contract or "Evidence of Coverage" booklet for private insurance, or in a national health policy for public insurance. Provided by an employer-sponsored self-funded ERISA plan. The company generally advertises that they have one of the big insurance companies. However, in an ERISA case, that insurance company "doesn't engage in the act of insurance", they just administer it. Therefore, ERISA plans are not subject to state laws. ERISA plans are governed by federal law under the jurisdiction of the US Department of Labor (USDOL). The specific benefits or coverage details are found in the Summary Plan Description (SPD). An appeal must go through the insurance company, then to the Employer's Plan Fiduciary. If still required, the Fiduciary's decision can be brought to the USDOL to review for ERISA compliance, and then file a lawsuit in federal court. The individual insured person's obligations may take several forms:[2] Premium: The amount the policy-holder or their sponsor (e.g. an employer) pays to the health plan to purchase health coverage. Deductible: The amount that the insured must pay out-of-pocket before the health insurer pays its share. For example, policy-holders might have to pay a $500 deductible per year, before any of their health care is covered by the health insurer. It may take several doctor's visits or prescription refills before the insured person reaches the deductible and the insurance company starts to pay for care. Furthermore, most policies do not apply co-pays for doctor's visits or prescriptions against your deductible. Co-payment: The amount that the insured person must pay out of pocket before the health insurer pays for a particular visit or service. For example, an insured person might pay a $45 co-payment for a doctor's visit, or to obtain a prescription. A co-payment must be paid each time a particular service is obtained. Coinsurance: Instead of, or in addition to, paying a fixed amount up front (a co-payment), the co-insurance is a percentage of the total cost that insured person may also pay. For example, the member might have to pay 20% of the cost of a surgery over and above a co-payment, while the insurance company pays the other 80%. If there is an upper limit on coinsurance, the policy-holder could end up owing very little, or a great deal, depending on the actual costs of the services they obtain.
Просмотров: 21 Muhammad Amir
Retirement’s Healthcare Options are Too Many to Weigh on Your Own - Right on the Money - Part 5 of 5
 
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Sub Headline: Medicare is but one leg of the retirement planning journey Synopsis: An expert who can navigate healthcare’s options and requirements can be highly beneficial to clients transitioning from employer or private healthcare plans to Medicare. Watch the video interview with retirement specialist Rick McCowan. Content: Baby Boomers overly focused on assets as they consider retirement would do well to aggressively plan for the impacts of a rapidly changing healthcare landscape. Accustomed to the relatively straightforward enrollment process of traditional healthcare plans sponsored by insurers and employers, aging workers face a puzzle of options in Medicare that can financially backfire without counsel regarding income, distributions and taxes. Healthcare considerations only add to the maze of alphabet soup in retirement. Faced with having to understand the complexities of IRAs, 401(K)s, ERISA, RMDs, Social Security and AGI, retirees can now add to the list Medicare, Medigap, HSAs Plan B, Plan D and Cadillac plans. By affiliating or hiring a retirement plan specialist who’s both financially and healthcare astute, consumers will better understand the various factors and the importance of planned integration. A few of the major themes include: • Though the Affordable Care Act (Obamacare) has broadened insurability, the impacts on carriers’ profitability ultimately affects all insured, regardless of age, due to higher premiums or lower deductibles • Medicare candidates who fail to enroll during the three months that precede or follow the month of their 65th birthday miss open and automatic enrollment, and are subject to medical qualification thereafter. • Medicare premiums are means-tested against two years of prior income, necessitating advance planning in order to control premiums. • Once enrolled, participants generally realize savings from prior premiums and improved coverage • Unused Health Savings Account (HSA) dollars can be applied to Medicare premiums • Once in a lifetime, and subject to limits, an IRA may be able to transfer to an HSA account tax-free • So-called Medigap, or supplemental, plans can be purchased from private insurers to partially cover expenses not covered by Medicare, but exclude long-term, dental and vision care Accordingly, the services of a retirement planning expert accustomed to managing income, distributions, taxes and healthcare spending can significantly help retirees maximize spendable income and allocate their resources through their life expectancy Syndicated financial columnist Steve Savant interviews top retirement specialists in their field of expertise. This segment features retirement specialist Rick McCowan. Right in the Money is a financial talk show distributed in daily video press releases to over 280 media outlets and social media networks. (www.rightonthemoneyshow.com) https://youtu.be/kflxueXp_Zs
Просмотров: 1007 Right On The Money Show
What is COBRA insurance?
 
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COBRA is not a car or a snake! It's the Consolidated Omnibus Budget Reconciliation Act. It's continuation of your employer-based health insurance coverage, created by the federal government, when you lose your employer group plan. But COBRA is limited. It's more expensive because you're paying your half as well as your employers have of the premium or 100%. Duration of continuation is 18 months but can last up to 36 months, depending on your situation. Then you need your own individual plan. So after COBRA, Get alternative affordable health insurance in Georgia! www.georgiahealthinsuranceratesplans.com Back in 1985, Congress signed into law The Consolidated Omnibus Budget Reconciliation Act of 1985 (or COBRA). It was signed into law by President Ronald Regan. The law mandates that once an employee leaves their place of employment, he or she can retain their health insurance. COBRA allows you to continue group health coverage provided by an employer group health plan for limited periods of time under certain circumstances such: • Voluntary or involuntary job loss, between Jobs, lay off, on strike, reduction of hours, job transition • Death, divorce, and other life events • A Recent College Graduate • Waiting for Employer Group Coverage • A Temporary or Seasonal Employee • A Dependent No Longer Covered on Parent's Plan Typically, the expense of employer-subsidizes health insurance is shared by the employer and its pool of employees. The employer contribution percentage varies for each company but it's usually 50% to 80%. So now you see the problem. If you leave your employer, they no longer carry their share of the percentage so you have to pay, in some cases, more than 100% of the premium. COBRA allows you to keep your insurance but at a price. So you have two choices. Pay the price or get cheap, affordable COBRA alternative insurance. That's basically individual and family insurance offered by top insurance companies like; Aetna, Assurant, BlueCross Blue Shield of Georgia (BCBSGA), Coventry Health Care (CVTY), Kaiser Permanente and United Healthcare. TURN TO US! Don't just get cheap, affordable, low cost health insurance coverage in Atlanta, Alpharetta, Milton, Columbus, Savannah, Athens, Augusta and the rest of Georgia! No matter what coverage plan you choose, On or Off the Exchange Market Place, in Atlanta, Alpharetta, Milton, Columbus, Savannah, Athens, Augusta and the rest of Georgia! Don't just get a quote, Let us educated and guide you to the right choice. www.georgiahealthinsuranceratesplans.com
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Part 1: Self Funded vs Fully Insured Plans
 
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Will Hussey explains the differences between Self Funding Your Employee Benefits Plan and a Fully Insured Plan.
Просмотров: 483 marancorprisk
Tips for filing a successful Long Term Disability claim
 
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Top-notch Long Term Disability (ERISA) Attorney - Cassie Springer Ayeni discusses tips for filing a successful application for your Employer sponsored disability benefit insurance claim. For more contact Springer Ayeni @ www.benefitslaw.com
Employee Benefit Plans: Compliance Documents
 
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Bill Weaver of Focus Benefits Group in Phoenix, AZ explains the SBC (Summary of Benefits and Coverage), the SPD (Summary Plan Document), SMM (Summary of Material Modification) and Exchange Notice. These are all compliance documents that you need to be aware of if you have an Employee Benefit Plan. http://focusbenefits.com/
Просмотров: 111 Focus Benefits Group
$2000 Penalty for businesses without health care insurance coverage
 
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GET INSURED HERE... http://www.discount-medical-plans.com/commercial-insurance. Attention Business owners. Get medical insurance for your employees before you get penalized $2000 or more. Getting penalized can actually shut down your business. There are many businesses that have filed bankruptcy to get out of paying the government fines. It does not matter, because you will still have to eventually get your employees insured. WHAT'S THE PENALTY? According to http://obamacarefacts.com/obamacare-employer-mandate. IMPORTANT: If an employer owes the fee because they didn’t cover workers it’s a flat $2,000 per full-time employee (excluding first 30 employees). If only a few end up with unaffordable coverage, or that coverage doesn’t meet minimum value standards, it’s $3,000 per full-time employee who got cost assistance (but, never more than $2,000 per full-time employee). The fee is always per month, so it’s always 1/12 of those totals per month. If you are confused about what plans are available, then you can contact us ASAP before the Feb.15 deadline and get covered. We will be happy to assist you and get you setup with a plan that fits your company. http://www.discount-medical-plans.com/commercial-insurance
Просмотров: 54 Tim Thomas
Employee Benefits Education Series: Small Groups: Self-Funded Options
 
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Employee Benefits Video Education Series featuring Matt Schwartz, President, Schwartz Insurance Group, Louisville, KY.
Просмотров: 69 Schwartz Insurance Group